Inside the Interviewer’s Mind: What They’re Really Looking For

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by SanjewaInterview
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INTERVIEW

Decoding the Psychology Behind Tech Interviews in 2026

You’ve polished your resume, practiced your elevator pitch, and researched the company. But as you sit across from the interviewer—or in front of your webcam—do you truly understand what’s happening on the other side of the table? What are they thinking? What are they really looking for beyond the scripted questions?

 

After years of being on both sides of tech interviews, I’ve learned that understanding the interviewer’s perspective isn’t just helpful—it’s transformative. Let me pull back the curtain on what’s actually going through an interviewer’s mind.
BEYOND
Beyond Technical Skills

The Hidden Agenda

Here’s what most candidates don’t realize: a study by Leadership IQ found that 46% of new hires fail within 18 months, and 89% of those failures are due to poor attitudes or interpersonal skills rather than technical competence. Read that again. 89% of failures aren’t technical.

This fundamentally changes what interviewers prioritize. As Benjamin Schwartz, Vice President at Monterey Technologies, emphasizes: “Remember, the interviewer doesn’t know anything about you other than what is in your resume. The behavioral interview gives them insights into how you fit into their organization”.

What This Means for You
Interviewers are conducting parallel assessments:
  • Can you do the job?
    (Technical competence)
  • Will you do the job?
    (Motivation and reliability)
  • Can we work with you?
    (Cultural and interpersonal fit)
The technical bar is just the entry ticket. The real decision happens when they assess those last two questions.
RED FLAGS

The Four Red Flags That Kill Opportunities

Recent research reveals what concerns hiring managers most. 63% of hiring managers view dishonesty as the biggest red flag. But it’s not just about lying on your resume—it’s about authenticity.
Dishonesty and Inauthenticity
Job seeker dishonesty manifests in different ways. Sometimes it’s obvious, like lying about your job title. Other times it’s more subtle, like presenting an image that comes off as inauthenantic.

 

Interviewers can spot exaggeration. The interviewer is looking for signals during the interview—signals that you can think logically, that you can communicate technical details well, that you document assumptions and edge cases well.
Rude or Dismissive Behavior
53% of hiring managers see rude language or behavior as a red flag in potential hires. Despite your technical skills being strong, hiring managers are often also judging your interpersonal skills and emotional intelligence.

This includes:
  • Being dismissive of interviewers' questions
  • Interrupting or talking over others
  • Displaying arrogance about your skills
  • Being rude to support staff (they will be asked about you)
Badmouthing Previous Employers
62% of executives view badmouthing as a deal-breaker. When you criticize former teams or managers, interviewers think: “This person will say the same about us.”
 
Better Approach:
 
Instead of: “My previous manager had no idea what they were doing.”
Try: “I learned the importance of clear communication and alignment on technical decisions.“
Lack of Preparation
Coming unprepared signals disinterest. Being inadequately prepared can cause some people to panic during interviews, leading them to overtalk and fill the silence with unnecessary details.
EXPRESSIONS

What Interviewers Are Really Evaluating

For Technical Roles: The Signal Framework
Interviewers typically have to fill in a section evaluating how a candidate has displayed behaviors in line with company values. Most top tech companies use their company values to evaluate candidates.
At companies like Google, Meta, and Amazon, interviewers assess eight core areas:
  • Technical Competence - Can you solve problems?
  • Communication - Can you explain your thinking?
  • Collaboration - How do you work with others?
  • Leadership - Can you drive initiatives?
  • Adaptability - How do you handle ambiguity?
  • Impact - Do you focus on outcomes?
  • Learning Agility - Do you grow from feedback?
  • Cultural Alignment - Do you embody company values?
The STAR Method: What They're Listening For
When you answer behavioral questions, interviewers use frameworks like STAR
 
S: Situation
T: Task
A: Action
R: Result
 
Most engineers focus on technical prep and try to ‘wing’ behavioral interviews. This obviously does not work. Behavioral interviews are used to validate your communication and organizational skills.
star

The Psychology of Decision-Making

First Impressions Matter (A Lot)
Interviewers form initial impressions within the first 7 minutes. While they’ll adjust based on the full interview, starting strong gives you momentum.

Communication is more than about speaking words. It’s about how you work with others, in a team, how you set expectations and meet them. Hiring Managers look for people they can trust—that means people who can communicate their worth during the interviews.
They're Assessing Your Thought Process, Not Just Answers
One tip—which I try to remind myself during interviews as well—it is not always bad if you get stuck and ask for a hint. Being able to work with hints is also an important skill when working in a team setting—that shows that you are willing to accept feedback and incorporate it.
 
What This Looks Like:
 
Weak approach (Silent coding):
Types furiously in silence without explaining thought process
Strong approach (Thinking out loud):

 

“First, let me clarify: is the data sorted? No? Okay.”
“I’m thinking we could use a hash map for O(1) lookups…”
“Actually, let me consider the trade-offs…”
“Is memory a constraint here? Would you like me to optimize for space?”

 

Interviewers want to see how you think, not just what you produce. By verbalizing your thought process, you demonstrate problem-solving skills, communication ability, and collaborative mindset—all critical traits they’re evaluating beyond just getting the right answer.

Explore project snapshots or discuss custom web solutions.

More About Me

The 2026 Tech Interview Landscape

AI and Automation Are Changing the Game
In 2026, many companies use AI-powered systems to screen resumes before even setting up interviews. These tools can quickly sift through thousands of resumes, identifying candidates who match specific job criteria.

 

Automated video interviews (AVIs) that use artificial intelligence to assess job applicants’ interview responses are becoming increasingly popular screening tools.

 

What This Means:

 

  • Your first “interviewer” might be an AI
  • AI focuses on personality traits: conscientiousness, openness, agreeableness, emotional stability, and extraversion
  • Video interviews are analyzed for verbal and non-verbal cues
Communication Skills Are the New Premium
At first, no career changer is hired because of their technical knowledge, but for their ability to learn quickly while communicating during the process. Communication skills are worth so much more than any technical skills, as more and more people will be able to easily learn the technical parts.
 
Example Approach:
 
Interviewer: “How would you design a URL shortener?”
 
Strong Response:
“Let me outline a few approaches:
  1. Database-driven: Simple but potential bottleneck
  2. Distributed hash: Better scalability but more complex
  3. Pre-generated IDs: Fastest but requires management
Given typical usage patterns (read-heavy, millions of URLs),
I’d recommend approach #2 with Redis caching for frequently
accessed URLs. Here’s why…”
 
Most likely the interviewer is not going to argue with you (even if they disagree with your choice)—but they would appreciate the fact that you had an opinion and that your decision was backed by strong arguments.

What Great Candidates Do Differently

They Show Genuine Interest
Make it clear to the hiring manager that you are enthusiastic about the opportunity to work for that company in that specific role. Write it in your cover letter, emphasize it during your interview and reiterate it in your follow-up letter after the interview.
They Ask Insightful Questions
Don’t just ask about benefits. Ask questions that show you’re thinking about impact:
  • "What would success look like in this role after 6 months?"
  • "What are the biggest technical challenges the team is facing?"
  • "How does this role contribute to the company's objectives?"
They Demonstrate Learning Agility
Interviewers are interested in seeing how up to date you are, but they are looking for enthusiasm for the field. Be sure to let your interest show.

Share examples of:
  • Recent technologies you've learned
  • Problems you've solved outside work
  • How you stay current in the field
REALITY

The Interview Difficulty Reality

Not all interviews are created equal. Software engineering candidates at Google rate the job interview experience a 3.8 out of 5 in difficulty, the most of any major tech company. Not far behind is Amazon, where software engineering candidates rate the interview difficulty as 3.5 out of 5.

At Google, applicants are often asked theoretical questions on discrete math and computer architecture. Interviews are conducted through many rounds over many weeks, often with the most difficult technical assessment saved for last.
The Hidden Truth:

While advanced coding skills once entitled qualified engineers to almost any job they wanted, the proliferation of computer science education and self-taught programmers has created a surplus of tech talent and shifted bargaining power from the workers to the hiring managers.

This means preparation is more critical than ever.
REALITY

For Business Leaders: What You Should Know

If you’re hiring for your team or company, understanding what makes candidates successful helps you ask better questions:

Key Evaluation Areas:
  • Problem-Solving Under Pressure - How do they handle unknowns?
  • Communication Clarity - Can they explain complex ideas simply?
  • Team Dynamics - Will they elevate or drag down the team?
  • Growth Potential - Are they learning and adapting?
  • Values Alignment - Do they share your company's mission?

Recruiting is fundamentally a partnership function, and there's very little you can do without a healthy relationship with who you're hiring for. If you have a good partnership with your hiring leader, most other things are solvable.

Blake Stockman

Thank You for Spending Your Valuable Time

I truly appreciate you taking the time to read blog. Your valuable time means a lot to me, and I hope you found the content insightful and engaging!
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FAQ's

Frequently Asked Questions

Balance is key. The interviewer is looking for signals—that you can think logically, that you can communicate technical details well, that you document assumptions and edge cases well. Think out loud, but avoid rambling. If you're silent for more than 30 seconds, verbalize what you're thinking. If you're talking continuously for more than 2-3 minutes without checking in, pause and ask if you're on the right track.

Absolutely. Honesty about knowledge gaps is far better than bluffing. Say: "I haven't worked with that specific technology, but here's how I'd approach learning it" or "I'm not familiar with that pattern—could you provide some context?" This shows humility and learning agility. Being able to work with hints is an important skill in team settings—it shows you're willing to accept feedback and incorporate it.

Positive signals include: interviewers asking about your availability for next steps, discussing team dynamics and day-to-day work, showing enthusiasm about your answers, and the interview running over time because they're engaged. However, don't over-interpret. Some interviewers maintain neutral expressions regardless, and some who seem enthusiastic may just be professional. Focus on doing your best rather than reading tea leaves.

Generally, let the employer bring it up first, especially in early rounds. However, if they ask directly, be prepared with a researched range. Focus initial interviews on demonstrating value and cultural fit. As Anna Miller notes, "Hiring Managers look for people they can trust—that means people who can communicate their worth during the interviews". Once you've established your value, salary negotiations become easier.

Everyone makes mistakes—what matters is how you handle them. If you realize you made an error, acknowledge it: "Actually, I think I made a mistake in my earlier reasoning. Let me reconsider..." This shows intellectual honesty and the ability to course-correct. Interviewers often remember how you handle adversity more than whether you got everything perfect. As career experts note, "your past performance provides a window into how you'd handle similar situations in the role you're applying for".

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